A Study On Stress Management-4690

International Journal of Management and Commerce Innovations ISSN 2348-7585 (Online)
Vol. 5, Issue 1, pp: (489-527), Month: April - September 2017, Available at: www.researchpublish.com
A Study on Stress Management among Female

Employees in a Telecom Company in India
REKHA SINGH
International Program, Thongsook College, Bangkok, Thailand
Abstract: This study greatly emphasizes on the management of stress among the Female employees of one of the
top telecom company in Lucknow. This study also suggests various measures for the management in order to
reduce the level of stress and increase the efficiency and performance potential of the Female employees.
Telecom industry which is one of customer orientated. There is a wide chance for the Female employees to either
directly or indirectly be affected by stress. The level of stress varies from person to person and varies with
situation too. To serve this purpose, a sample of size 50 is taken as a representative of the entire population viz., the
Female employees of the company using stratified sampling technique.
Stress is an ineluctable part of todays fast life. In this age of globalization and liberalization of economy,
competition among organization has increased hence organizations are facing the problems of executive stress.
In order to bring a solution to this problem, this research is preceded with the main objectives such as
To identify the amount of stress encountered by the Female employees.
To find out the kind of stress among the Female employees of different age groups.
To identify and measure the stress encountered by the Female employees by the stressors such as
Home environment
Working conditions
Physical factors ( temperature, noise, light )
Communication
Management support
Hours of work
Outcomes of stress
Keywords: Telecom Company, Stress management, Globalization, Liberalization.
1. INTRODUCTION
The day on 01.01.1995 is remarked to be a red letter day for the Indians, as India became open to the world market
without any restrictions after the then prime minister, signed the world trade organization agreement. This made a rapid
increase in the growth of industries in almost all sectors. As an outcome of it, company managers commenced various
attempts to outperform one another to reach the top. Peak performance and good accomplishment could be achieved only
by an integrated effort of the Female employees and management. The Female employees should have sound body and
mind to perform better.
Hence stress is one important factor responsible for the companys and the Female employees productivity. Stress among
Female employees can cause deleterious effects when it exceeds the minimum percentage.
According to McGrath (1970) stress can be perceived as an imbalance between demand and response capability under the
condition where failure to meet demands has important consequences. The pressures of modern life, coupled with the
demands of a job, can lead to emotional imbalances that are collectively labeled as stress (Harden 1999).
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The symptoms of stress can be broadly classified in to various categories and they can be:
Related to mind: Poor memory, lack of concentration, lack of sleep, confusion and poor judgment
Related to emotions: restlessness, helplessness, frustration, irritation, desperation, anger, depression, lack of self-
confidence etc.,
Related to nervous system: shortness of breath, high heartbeat, high blood pressure, migraine etc.,
Related to physical health: constipation, faster ageing, diarrhea, hair loss ring under eyes.
The 20 most stressful jobs:
Air Traffic Controller
Police Officers
Teacher
Coal Miner
Correctional Officer
Firefighters
Pilots
Registered nurse
Surgeons
President of the country
Paramedic
IT; Software developer
Under cover spy
Marines
Social Worker
Stockbrokers
Engineer
Emergency number operator
Veterinarian
Architect
2. OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVES:
o To identify the amount of stress encountered by the Female employees.
o To find out the kind of stress among the Female employees of different age groups,
SECONDARY OBJECTIVES:
o To identify and measure the stress encountered by the Female employees by the stressors such as the Work
Demanded, Control over their work, managers support, peer support, relationship among the Female employees, role and
change.
o To suggest methods to manage various kind of stressors.
o To find out how the stress affect organizational commitment.
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o To identify the emotional exhaustion of the Female employees while at work.

o To identify the way to reduce the stress.
3. INDUSTRY PROFILE
The Indian Telecom Industry:
The telecom network in India is the fifth largest network in the world meeting up with global standards. Presently, the
Indian telecom industry is currently slated to an estimated contribution of nearly 1% to Indias GDP.
Introduction:
The Indian Telecommunications network with 110.01 million connections is the fifth largest in the world and the second
largest among the emerging economies of Asia. Today, it is the fastest growing market in the world and represents unique
opportunities for U.S. companies in the stagnant global scenario. The total subscriber base, which has grown by 40% in
2005, is expected to reach 250 million in 2007.
According to Broadband Policy 2004, Government of India aims at 9 million broadband connections and 18 million
internet connections by 2007. The wireless subscriber base has jumped from 33.69 million in 2004 to 62.57 million in FY
2004-2005. In the last 3 years, two out of every three new telephone subscribers were wireless subscribers. Consequently,
wireless now accounts for 54.6% of the total telephone subscriber base, as compared to only 40% in 2003. Wireless
subscriber growth is expected to bypass 2.5 million new subscribers per month by 2007. The wireless technologies
currently in use are Global System for Mobile Communications (GSM) and Code Division Multiple Access (CDMA).
Year Evolution of the industry-Important Milestones
1851 First operational land lines were laid by the government near Calcutta (seat of
British power)
1881 Telephone service introduced in India
1883 Merger with the postal system
1923 Formation of Indian Radio Telegraph Company (IRT)
1932 Merger of ETC and IRT into the Indian Radio and Cable Communication
Company (IRCC)
1947 Nationalization of all foreign telecommunication companies to form the
Posts, Telephone and Telegraph (PTT), a monopoly run by the governments
Ministry of Communications
1985 Department of Telecommunications (DOT) established, an exclusive provider
Of domestic and long-distance service that would be its own regulator
(Separate from the postal system)
1986 Conversion of DOT into two wholly government-owned companies: the Videsh
Sanchar Nigam Limited (VSNL) for international telecommunications and
Mahanagar Telephone Nigam Limited (MTNL) for service in metropolitan areas.
1997 Telecom Regulatory Authority of India created.
1999 Cellular Services are launched in India. New National Telecom Policy is adopted.
2000 DoT becomes a corporation, AIRCEL
Major Players:
There are three types of players in telecom services:
-State owned companies (AIRCEL and MTNL)
-Private Indian owned companies (Reliance Infocom, Tata Teleservices,)
-Foreign invested companies (Hutchison-Essar, Bharti Tele-Ventures, Escotel, Idea Cellular, BPL Mobile, Spice
Communications)
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AIRCEL
BHARTI
MTNL
RELIANCE INFOCOMM
TATA TELESERVICES
VSNL
HUTCH
IDEA
COMPANY MARKET SHARES
Company Million Subs (Nov 2003) % share
AIRCEL 40.3 58.8
Reliance 6.1 8.9
Bharti 5.7 8.3
MTNL 4.9 7.2
Hutchison 2.9 4.2
Idea Cellular 2.1 3.0
BPL 1.4 2.1
Tata Teleservices 1.3 1.9
Spice 1.0 1.4
Escotel 0.8 1.1
Fascel 0.8 1.1
Aircel 0.9 1.4
Hexacom 0.2 0.3
Shyam Telelink 0.1 0.2
MAJOR MARKET TRENDS:

The telecoms trends in India will have a great impact on everything from the humble PC, internet, broadband (both
wireless and fixed), cable, and handset features, talking SMS, IPTV, soft switches, and managed services to the local
manufacturing and supply chain.
This report discusses key trends in the Indian telecom industry, their drivers and the major impacts of such trends
affecting mobile operators, infrastructure and handset vendors.
Higher acceptance for wireless services:
Indian customers are embracing mobile technology in a big way (an average of four million subscribers added every
month for the past six months itself). They prefer wireless services compared to wire-line services, which is evident from
the fact that while the wireless subscriber base has increased at 75 percent CAGR from 2001 to 2006, the wire-line
subscriber base growth rate is negligible during the same period.
In fact, many customers are returning their wire-line phones to their service providers as mobile provides a more attractive
and competitive solution. The main drivers for this trend are quick service delivery for mobile connections, affordable
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pricing plans in the form of pre-paid cards and increased purchasing power among the 18 to 40 years age group as well as
sizeable middle class a prime market for this service.
Some of the positive impacts of this trend are as follows. According to a study, 18 Percent of mobile users are willing to
change their handsets every year to newer models with more features, which is good news for the handset vendors. The
other impact is that while the operators have only limited options to generate additional revenues through value-added
services from wire-line services, the mobile operators have numerous options to generate non-voice revenues from their
customers.
Some examples of value-added services are ring tones download, colored ring back tones, talking SMS, mobisodes (a
brief video programme episode designed for mobile phone viewing) etc. Moreover, there exists great opportunity for
content developers to develop applications suitable for mobile users like mobile gaming, location based services etc. On
the negative side, there is an increased threat of virus spread through mobile data connections and Bluetooth technology
in mobile phones, making them unusable at times. This is good news for anti-virus solution providers, who will gain
from this trend.
MERGERS:
Demand for new spectrum as the industry grows and the fact the spectrum allocation in done on the basis of number of
subscribers will force companies to merge so as to claim large number of subscribers to gain more spectrum as a
precursor to the launch of larger and expanded services. However it must also be noted that this may very well never
happen on account of low telecom penetration.
NEW CIRCLES:
As mentioned earlier there is a significant number of tier-2 and tier 3 cities that can accommodate more players we expect
aggressive response by the companies to such opportunities as and when they are created.
Constraints:
Slow pace of the reform process.
It would be difficult to make in-roads into the semi-rural and rural areas because of the lack of infrastructure. The
service providers have to incur a huge initial fixed cost to make inroads into this market. Achieving break-even under
these circumstances may prove to be difficult.
The sector requires players with huge financial resources due to the above mentioned constraint. Upfront entry fees
and bank guarantees represent a sizeable share of initial investments. While the criteria are important, it tends to support
the existing big and older players. Financing these requirements require a little more liberal approach from the policy side.
Problem of limited spectrum availability and the issue of interconnection charges between the private and state
operators.
Key Objectives:
To provide high speed Internet connectivity (up to 8 Mbps)
To provide Virtual Private Network (VPN) service to the broadband customers
To provide dial VPN service to MPLS VPN customers.

To provide multicast video services, video-on-demand, etc. through the Broadband Remote Access Server (BRAS).
To provide a means to bill for the aforesaid services by either time-based or volume-based billing. It shall provide the
customer with the option to select the services through web server
Technical Capability of the Backbone:
The Broadband Service will be given through the state of the art Multi-Protocol Label Switching (MPLS) based IP
Infrastructure, which is designed to provide reliable routes to cover all possible destinations within and outside the
country. Layer 1 of the network will consist of a high speed Backbone comprising of 24 powerful Core Routers connected
with high speed 2.5 Gbps (STM-16) links. The routers are located on the national DWDM network interfacing at STM-16
optical level to provide for high transmission speeds.
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What advantage does MPLS have over other Technologies?

MPLS VPN is a technology that allows a service provider like AIRCEL to have complete control over parameters that are
critical to offering its customers service guarantees with regard to bandwidth throughputs, latencies and availability.
Services available through Broadband:
High speed Internet Access: This is the always-on Internet access service with speed ranging from 256 kbps to 8
Mbps.
Multicasting: This is to provide video multicast services for application in distance education, telemedicine etc.
Dial VPN Service: This service allows remote users to access their private network securely over the NIB-II
infrastructure.
Video and Audio Conferencing:
Content based Services: Like Video on Demand, Interactive Gaming, Live and time shifted TV
1984 First Electronic Analogue Exchange commissioned at Haddows Road

1984 SPC TAX Exchange commissioned
1984 LUCKNOW Telephones reaches 1 lakh equipped capacity
1985 First Electronic Teleprinter installed
1986 Computerized Telephone Billing introduced
1987 Digital Microwave introduced in Transmission Network
1987 PCM systems introduced in Transmission Network
1988 First issue of Telephone Directory issued with Yellow Pages
1990 Optical Fiber Cable introduced in Transmission Network
1990 E10B Digital TAX commissioned
1991 Inet Data Exchange commissioned
1992 2 lakh lines equipped capacity reached
1993 First New Technology Exchange installed at Anna nagar
1994 All Strowger Exchanges closed
1997 5 lakh lines equipped capacity reached
1997 ISDN Services launched
1998 WEB-SITE LAUNCHED ...thats where you are now
1999 7.5 lakh lines equipped capacity reached
1999 Electro-mechanical Cross-Bar Exchanges closed
1999 Intelligent Services Network launched - FPH, VCC,PRM, ACC & VOT
1999 Laser Printed Telephone Bill in new format introduced
2000 Phone -Book on CD-ROM released
2000 1 million lines equipped capacity achieved
2000 Annual Revenue crosses Rs.1000 Crores
2000 National Internet Back-Bone (NIB) Commissioned- LUCKNOW Telephones becomes an ISP
2001 WLL(Wireless in Local Loop ) Technology for fixed telephones
2002 DIAS (Direct Internet Access Service) commenced at Anna Nagar & Anna Road Exchanges
2003 Mobile Cellular Services - Cell One(Post-Paid) & Excel(Pre-Paid) launched
Aug 2004 Cellular subscriber base crosses 2, 50,000. LUCKNOW Telephones becomes No.1 amongst
AIRCEL/MTNL in all Metros and big cities
Sep 2004 SMS on landline
Sep 2004 By earning the patronage of another 50,000 cellular customers in September 2004 alone, LUCKNOW
Telephones has now crossed the milestone of 3, 00,000 Cell one connections on the 4th Anniversary of
formation of AIRCEL.
Jan 2005 AIRCEL's Data one Broadband Services Launched at LUCKNOW by Sri Dayanidhi Maran, Hon'ble
Union Minister for Communications & IT.
Mar 2005 Regional Telecom Training Centre, LUCKNOW has been ISO 9001:2000 certified from 31-03-05 for
conduction of courses in Telecom Management and Finance, designed and developed by BRBRAITT
Jabalpur, NATFM Hyderabad and RTTC LUCKNOW
Aug 2005 Launch of Data one Broadband Liberty Plan 495
Aug 2005 Another 4.5 lakh Cell one capacities added to AIRCEL, LUCKNOW Telephones Mobile Services
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Aug 2005 Launch of AIRCEL's Wi-Fi Broadband Services at LUCKNOW Airport

Oct 2005 Chengalpattu SSA merges with LUCKNOW- adjoining areas of LUCKNOW including, Chengalpattu,
Ponneri, Tiruvellore, Sriperumpudur, Thiruttani, Kancheepuram and Madurantakam are now a part of
LUCKNOW Telephones.
4. THEORETICAL FRAMEWORK
In this fast paced global world, human being is surrounded by numerous tensions and various competitors. To survive in
this complex world one has to put his whole and sole effort to earn his livelihood. For this he has to do millions of work
which causes STRESS.
DEFINITION:
What do you mean by STRESS?
According to Van Wyk, stress is derived from the Latin word strictus that translates into taut, meaning stiffly strung
(Olivier and Venter 2003).We can define stress in simple terms as pressure which people experience in their life. Stress is
increasing due to globalization and economic crisis, which affects all professions, and as well as families and societies,
almost all countries of the world (Bharatai and Newman 1978).
Stress occurs when the pressures upon us exceed our resources to cope with those pressures. Stress is bodys
physiological response to pressure and anxiety, and has a deleterious effect on our health and our ability to work. Stress
in the workplace threatens our pride, our prestige, and our position at work, our place in the family or society and our self-
image (Auer Bach and Gramling 1998).
DIFFERENT TYPES OF STRESS:
There are many different ways which may cause stress which are as follows:
STRESS DUE TO OVERLOAD:-
Work load issues lie behind much of the stress we experience. Now only can a heavy workload be tiring in to work much
longer hours than we would really like. It means that we are working when we should really be resting. Worse than this, a
heavy routine workload leaves us little time to deal with the emergencies that come up from time-to-time. This adds to the
feeling of being out of control that is so much a part of stress
STRESS OF PROBLEM JOBS:-
This is concerned with more subtle stresses that come with jobs that are not designed properly. Stress here mainly comes
from inconsistent and conflicting priorities, lack of obvious career prospects and activities that are intrinsically stressful.
WORKING WITH PROBLEM PEOPLE:-
It gives some of the key skills needed to improve working relationships with people like your boss, important clients, co-
workers and your team.
It shows you how to stand up for yourself assertively so that you can defend your rights in a fair and adult way.
STRESS DUE TO ENVIRONMENT:-
We experience a variety of small environmental stresses every day. These range from the frustrations of commuting to
badly organized workplaces, poor ergonomics and many, many others. While these are small things, they can all add up to
make life more stressful we call this BACKGROUND STRESS.
By managing the background stress in our life, we can reduce our overall stress levels.
HEALTH PROBLEMS DUE TO STRESS:-
Stress can cause severe health problems such as Depression, various heart problems like High Blood Pressure, Breathing
problems, etc., Memory loss, Migraine headaches, Frustration, Significant or Persistent Unhappiness, etc. Severe stress
and in extreme cases may even cause death. Stress can cause major illness in old ages. Stress also may cause accidents
while driving. Stress can have effect on hormones, brain, neurotransmitters, prostaglandins, crucial enzymes system and
metabolic activities.
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STRESS PATTERNS:
The Following are two types of stress patterns that exist in daily life:
Figure 1.The Healthy Pattern recognizes that we can help our bodies to cope with the stress adjustment process by
applying a positive strategy, such as leisure, relaxation, a vacation/trip, exercise and others. This restores a healthy stress
level.
Figure 2.The Crisis Pattern develops when we fail to recognize the signals that the body sends and therefore we continue
to stress ourselves until eventually we drop and enter a deep negative state (crisis) and then physical and/or psychological
breakdown.
WHAT ARE THE CAUSES OF STRESS?
There can be many different things can cause stress -- physical (such as fear of something dangerous) and emotional (such
as worry over your family or job). Some of the most common sources of stress which we can think about are:
Survival Stress - When the individual is afraid that someone or something may physically hurt him/her, the body
naturally responds with a burst of energy so that the individual will be better able to survive the dangerous situation
(fight) or escape it all together (flight). This is a symptom of survival stress.
Internal Stress - Internal stress is one of the most important kinds of stress to understand and manage. Internal stress is
all about when people make themselves stressed. This often happens when people worry about things, they can't control
or put themselves in situations they know will cause stress. Some people like to be the kind of hurried, tense, lifestyle
person that results from being under stress.
Environmental Stress - This is a response to things around an individual that cause stress, such as noise, crowding, and
pressure from work or family.
Fatigue and Overwork - This kind of stress builds up over a long time and can take a hard toll on the body. It can be
caused when we work too much or too hard at job(s), school, or home. It can also be caused by not knowing how to
manage time well or how to take time out for rest and relaxation. Many people feel that they cant help this kind of stress
and its out of their control.
SYMPTOMS:
1. Physiological Symptoms: This topic was researched by specialists in the health and medical sciences, this research
led to the conclusion that stress could create changes in metabolism increase heart and breathing rated. Increase blood
pressure, bring on headaches and induce heart attacks.
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2. Psychological Symptoms: Stress leads to dissatisfaction. The simplest and most oblivious psychological effect of
stress is job dissatisfaction. Stress is shown through tension, anxiety, irritability, boredom and procrastination. Stress and
dissatisfaction increase when people are placed in jobs that make multiple and conflicting demands or in which there is a
lack of clarity about the incumbents duties, authority and responsibilities. The less control people have over the pace of
their work the greater the stress and dissatisfaction.
3. Behavioral Symptoms:
Behavior-related stress symptoms include changes in productivity, absence, turnover as well as changes in eating habits,
increased smoking, consumption of alcohol, rapid speech, fidgeting and sleep disorders.
MAIN APPROACHES TO MANAGE STRESS:-
There are three main ways to manage stress which are as follows:
ACTION ORIENTED STRESS:-
In this we seek to confront the problem causing stress, changing the environment or the situation.
EMOTIONALLY ORIENTED STRESS:-
In this we can manage stress by changing our interpretation of the situation and the way we feel about it.
ACCEPTANCE ORIENTED STRESS:-
In this something has happened over for which we do not have power and no emotional control, and where our focus is on
surviving the stress.
SOME OTHER DIFFERENT WAYS TO MANAGE STRESS:-
We have studied the three different ways to manage stress, now well see some other ways to manage stress. The first and
the foremost and the simplest is to REST. Rest helps us to fight against stress. Then comes is RELAXATION, a SLEEP
or a NAP. The most effective method is MEDITATION. It is proved to be most efficient way to manage stress. Other
ways are YOGA, SELF-HYPNOSIS, EXERCISE, CHANGING DIET, LISTENING TO SOFT MUSIC, etc. These all
are the different ways which helps us against STRESS.
BENEFITS OF STRESS MANAGEMENT:
Happier and healthier staff means better performance and increased efficiency and productivity.
Drastically reduced stress-related staff problems
Better communication with customers, co-workers, managers, family members and friends
Decreased staff absenteeism and sickness
Higher morale amongst staff
Unique and excellent team building environment
Reduce stress caused by repetitive tasks and shift work
Reduced staff turnover and improved motivation
Increased job satisfaction, creativity and capacity
5. RESEARCH METHODOLOGY
5.1 NEED OF THE STUDY:
Work stress is recognized world-wide as a major challenge to workers health and the healthiness of their organizations.
Workers who are stressed are also more likely to be unhealthy, poorly motivated, less productive and less safe at work.
These organizations are less likely to be successful in a competitive market. The organizational effects of stress can
include high absenteeism, Interdepartmental conflict, Deterioration in industrial relations, Reduction in long-term
productivity, General dissatisfaction, low morale and poor work performance. So, it is in everyones interest that stress is
given the recognition that it deserves and policies are developed to tackle it.
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Effective management shall reduce stress and this project focuses on measuring, stress and to give suggestions to reduce
stress at work place.
5.2 SCOPE OF THE STUDY:
With the increase in competition Employees productivity and motivation plays a major role. Basically telecom industry is
based on the customer so the Female employees should deal with the customer. When they deal with the customer they
are more stressed so the productivity and motivation are directly affected by the stress. This study was conducted in
AIRCEL LUCKNOW TELEPHONES.
The scope of this study is limited to the extent of identifying and measuring the various types of stressors. The
relationship between stressors and performance is not taken into this research. As an extension to this project, correlation
between stress and performance of the Female employees can be measured.
5.3 RESEARCH DESIGN:
TYPE OF RESEARCH:
The research design adopted for this study is descriptive. Descriptive research studies are those studies, which is
concerned with describing the characteristics of an individual or a group. It describes the whole training process.
TOOLS FOR DATA COLLECTION:
PRIMARY DATA:
The primary data was collected using an interview schedule with the aid of structured questionnaire prepared with respect
to the objective of the project. The questionnaire was used to obtain the opinion of the employee regarding the training
programme offered in the organization.
Apart from the questionnaire, other parameter like oral interaction, observation has been used for finding and suggestions.
SECONDARY DATA:
Secondary data regarding the industry, company and products were obtained from
Internet
Company personnel
Books
5.4 SAMPLING METHODS:
SAMPLE SIZE: The sample size taken for the study is 50
SAMPLING METHOD: Non probability cluster sampling
SOURCE OF SAMPLE: The Female employees of the company AIRCEL LUCKNOW TELEPHONES has been taken
as the sample for the study.
5.5 STATISTICAL TOOLS:
Percentage Analysis:
Percentage analysis is done to find out the percentage of the response of the respondent.
Correlation Analysis:
Correlation analysis is done to find out the relationship between two given parameters. If the value so obtained is positive,
it is called positive correlation and if the value so obtained is negative, it is called negative correlation.
FORMULA:
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Weighted average method:

An average in which each quantity to be averaged is assigned a weight. These weightings determine the relative
importance of each quantity on the average. Weightings are the equivalent of having that many like items with the same
value involved in the average.
FORMULA:
Chi square method:

The Chi Square test gives a value for X2 that can be converted to Chi Square ( ). This can then be used to determine
whether there is a significant difference from the null hypothesis or whether the results support the null hypothesis.
Compare the chi-squared value in the cell with your calculated X2 value.
If the X2 value is greater than the 0.05, 0.01 or 0.001 column, then the goodness-of-fit null hypothesis can be rejected.
If the X2 value is less than or equal to the 0.99 or 0.95 column, then the independence null hypothesis can be rejected.
FORMULA:
Limitations of the Study:

1. The sample size chosen is covered only a small portion of the whole population of AIRCEL, LUCKNOW.
2. The study is confined to limited period i.e. Six weeks.
3. Getting responses from the Female employees in between their busy schedule was a very difficult task.
4. Accuracy of the study is purely based on the information as given by the respondents.
5. The findings are fine only for the present situations and need not be true for any other situations.
6. The data collection is for study purpose so the Female employees may not give the original facts.
6. DATA ANALYSIS AND INTERPRETATION

PERCENTAGE ANALYSIS:
SECTION 1
1. GENDER:
TABLE NO: 1
S.NO OPTIONS RESPONSES PERCENTAGE

MALE 18 36%
1
FEMALE 32 64%
2
TOTAL 50
INTERPRETATION:
This table shows that 36% of the Female employees are male, while 64% of them are female.
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CHART NO: 1
GENDER
Male
Female
2. AGE:
TABLE NO: 2
S.NO OPTIONS NO. OF RESPONSES PERCENTAGE

1 BELOW 25 YRS 0 0%
2 25 - 40 YRS 4 8%
3 ABOVE 40 YRS 46 92%

TOTAL 50
INTERPRETATION:
Among the Responses, 92% of the Female employees lie between the age group of above 40 yrs. and 8% of the Female
employees lie between the age group of 25-40.
CHART NO: 2
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3. MARITAL STATUS:
TABLE NO: 3

1 MARRIED 49 98%
2 UNMARRIED 1 2%
TOTAL 50
INTERPRETATION:
Among the Responses, 98% of them are married and 2% of them are unmarried.
CHRAT NO: 3
4. PLACE OF RESIDENCE
TABLE NO: 4

1 RURAL 8 16%
2 SUB URBAN 1 2%
3 URBAN 41 82%
TOTAL 50
INTERPRETATION:
From the table, it is seen that most of the workers come from the urban area (82%) while, 16% of the Female employees
come from rural background and 2% of the Female employees come from suburban area.
CHART NO: 4
PLACE OF RESIDENCE
Rural
sub urban
urban
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5. EXPERIENCE:
TABLE NO: 5

1 BELOW 1 YR 0 0%
2 1 - 5 YRS 2 4%
3 5 - 10 YRS 2 4%
4 ABOVE 10 YR 46 92%
TOTAL 50
INTERPRETATION:
Among the assumed population, 92% Female employees are having an experience of above 10 yrs. and 4% Female
employees are having an experience of 1-5yrs and 5-10yrs.
CHART NO: 5
6. DISTANCE BETWEEN YOUR WORK PLACE AND RESISTANCE:

TABLE NO: 6
S.NO OPTIONS
NO. OF RESPONSES PERCENTAGE
1 BELOW 5 KM 25 50%
2 5KM TO 10 KM 12 24%
3 10 KM TO 15 KM 6 12%
ABOVE 15KM 7 14%
4
50
TOTAL
INTERPRETATION:
From the table, it is seen that the different between work place and resistance of the Female employees are below 5 km is
50% , 24% of the Female employees lies between 5km to 10 km, 14% of the Female employees lies between above 15km
and 12% of the Female employees lies between 10km to 15km.
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CHART NO: 6
SECTION 2
1. Are you proud to tell people where you work?
TABLE NO: 7

1 YES 41 82%
2 NO 9 18%
TOTAL 50
INTERPRETATION:
In the table, 82% Female employees are proud to tell people where they work and 18% Female employees are not proud
to tell people where they work.
CHART NO: 7
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2. Do you feel that you are important to the organization?

TABLE NO: 8

1 NEVER 3 6%
2 SELDOM 0 0%
3 SOMETIMES 10 20%
4 OFTEN 10 20%
5 ALWAYS 27 54%
TOTAL 50
INTERPRETATION:
In the table, 54% Female employees can always feel that they are important to the organization, 20% Female employees
can sometimes feel and 2% Female employees can often feel and 6% Female employees can never feel that they are
important to the organization.
CHART NO: 8
DO YOU FEEL THAT YOU ARE IMPORTANT TO THE

ORGANISATION
never
SELDOM
SOMETIMES
OFTEN
always
3. Do you feel that the company should change in some perspective?

TABLE NO: 9
S.NO OPTIONS NO OF RESPONSES PERCENTAGE

1 YES 28 56%
2 NO 22 44%
TOTAL 50
INTERPRETATION:
In the table, 56% Female employees feels that the company should change in some perspective and 44% Female
employees feels that the company should change in any perspective.
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CHART NO: 9
4. Do you get help or support from your colleagues for your work?
TABLE NO: 10
S.NO OPTIONS NO.OF RESPONSES PERCENTAGE

1 NEVER 1 2%
2 SELDOM 0 0%
3 SOMETIMES 15 30%
4 OFTEN 8 16%
5 ALWAYS 26 52%
TOTAL 50
INTERPRETATION:
In the table, 52% Female employees always get help or support from their colleagues, 30% Female employees sometimes
get, 16% Female employees often get and 2% Female employees never get help or support from their colleagues.
CHART NO: 10
HELP OR SUPPORT FROM COLLEAGUES
NEVER
SELDOM
SOMETIMES
OFTEN
ALWAYS
Page | 505
5. Do you get help or Support from your management for any difficult jobs?
TABLE NO: 11
S.NO OPTIONS NO OF RESPONSES PERCENTAGE

1 NEVER 6 12%
2 SELDOM 2 4%
3 SOMETIMES 16 32%
4 OFTEN 4 8%
5 ALWAYS 22 44%
TOTAL 50
INTERPRETATION:
In the table, 44% Female employees always get help or support from their management, 32% Female employees
sometimes get ,12% Female employees never get ,8% Female employees often get and 4% Female employees seldom get
help or support from their management.
CHART NO: 11
HELP OR SUPPORT FORM YOUR MANAGEMENT
NEVER
SELDOM
SOMETIMES
OFTEN
ALWAYS
6. Do you get any Encouragement/ acknowledgement from managers for work you have done?
TABLE NO: 12

1 NEVER 8 16%
2 SELDOM 1 2%
3 SOMETIMES 20 40%
4 OFTEN 8 16%
5 ALWAYS 13 26%
TOTAL 50
INTERPRETATION:
In the table, 40% Female employees sometimes get any encouragement/ acknowledgement from their management, 26%
Female employees always get,16% Female employees never and 16% Female employees often get and 2% Female
employees seldom get any encouragement/ acknowledgement from their management.
Page | 506
CHART NO: 12
ENCOURAGEMENT/ ACKNOWLEDGEMENT FROM YOUR

MANAGEMENT
NEVER
SELDOM
SOMETIMES
OFTEN
ALWAYS
7. Do you get time to discuss with your colleagues about work related problems?
TABLE NO: 13

1 NEVER 6 12%
2 SELDOM 0 0%
3 SOMETIMES 21 42%
4 OFTEN 12 24%
5 ALWAYS 11 22%
TOTAL 50
INTERPRETATION:
In the table, 42% Female employees sometimes get time to discuss with their colleagues about work related problems,
24% Female employees often get time,22% Female employees always get time and 12% Female employees never get
time to discuss with their colleagues about work related problems.
CHART NO: 13
TIME TO DISCUSS WITH YOUR COLLEAGUES ABOUT WORK

RELATED PROBLEMS
NEVER
SELDOM
SOMETIMES
OFTEN
ALWAYS
Page | 507
8. Do you have enough time to do what is expected from you on your job?
TABLE NO: 14

1 NEVER 0 0%
2 SELDOM 2 4%
3 SOMETIMES 16 32%
4 OFTEN 14 28%
5 ALWAYS 18 36%
TOTAL 50
INTERPRETATION:
In the table, 36% Female employees always have enough time to do what is expected from them on their job, 32% Female
employees sometimes have enough time, 28% Female employees often have enough time and 4% Female employees
seldom have enough time to do what is expected from them on their job.
CHART NO: 14
9. Do you get upset thinking that you are not able to prosper (or) make progress in your Job or career?
TABLE NO: 15

1 NEVER 19 38%
2 SELDOM 1 2%
3 SOMETIMES 22 44%
4 OFTEN 3 6%
5 ALWAYS 5 10%
TOTAL 50
INTERPRETATION:
In the table, 44% Female employees sometimes get upset thinking that they are not able to prosper, 38% Female
employees never get,10% Female employees always and 6% Female employees often get, and 2% Female employees
seldom get upset thinking that they are not able to prosper.
Page | 508
CHART NO: 15
YOU GET UPSET THINKING THAT YOU ARE NOT ABLE TO

PROSPER
NEVER
SELDOM
SOMETIMES
OFTEN
ALWAYS
10. Do you feel that you are being neglected when you are in the Team?
TABLE NO: 16

1 NEVER 32 64%
2 SELDOM 3 6%
3 SOMETIMES 15 30%
4 OFTEN 0 0%
5 ALWAYS 0 0%
TOTAL 50
INTERPRETATION:
In the table, 64% Female employees never feel that they are being neglected when they are in a team, 30% Female
employees sometimes feel, and 6% Female employees seldom feel that they are being neglected when they are in a team.
CHART NO: 16
Page | 509
11. Will you do your work under Tension?

TABLE NO: 17

1 NEVER 15 30%
2 SELDOM 4 8%
3 SOMETIMES 22 44%
4 OFTEN 3 6%
5 ALWAYS 6 12%
TOTAL 50
INTERPRETATION:
In the table, 44% Female employees sometimes do their work under tension, 30% Female employees never do, 12%
Female employees always do and 8% Female employees seldom do, and 6% Female employees often do their work under
tension.
CHART NO: 17
YOU DO YOUR WORK UNDER TENSION
NEVER
SELDOM
SOMETIMES
OFTEN
12. Do you find any difficulty to concentrate on your work?

TABLE NO: 18

1 NEVER 25 50%
2 SELDOM 4 8%
3 SOMETIMES 17 34%
4 OFTEN 4 8%
5 ALWAYS 0 0%
TOTAL 50
INTERPRETATION:
In the table, 50% Female employees never find any difficulty to concentrate on their work, 34% Female employees
sometime find,8% Female employees often find and 8% Female employees often find any difficulty to concentrate on
their work.
Page | 510
CHART NO: 18
13. Do you hesitate to start something new because you feel that you will not be successful and get scolding from
boss?
TABLE NO: 19

1 NEVER 24 48%
2 SELDOM 2 4%
3 SOMETIMES 21 42%
4 OFTEN 2 4%
5 ALWAYS 1 2%
TOTAL 50
INTERPRETATION:
In the table, 48% Female employees never hesitate to start something new, 42% Female employees sometime hesitate to
start, 4% Female employees often hesitate, and 4% Female employees seldom hesitate and 2% Female employees always
hesitate to start something new because they feel that they will not be successful and get scolding from boss.
CHART NO: 19
YOU HESITATE TO START SOMETHING NEW BECAUSE YOU FEEL THAT

YOU WILL NOT BE SUCCESSFULL AND GET SCOLDING FROM YOUR
BOSS
NO. OF RESPONSES
Page | 511
14. Do you have enough information that you need for your work?
TABLE NO: 20

1 NEVER 4 8%
2 SELDOM 3 6%
3 SOMETIMES 15 30%
4 OFTEN 7 14%
5 ALWAYS 21 42%
TOTAL 50
INTERPRETATION:
In the table, 42% Female employees always have enough information that you need for their work, 30% Female
employees sometime have, 14% Female employees often have, and 8% Female employees never have and 6% Female
employees seldom have enough information that you need for your work.
CHART NO: 20
YOU HAVE ENOUGH INFORMATION THAT YOU NEED FOR YOUR

WORK
NEVER
SELDOM
SOMETIMES
OFTEN
ALWAYS
15. Do you feel that you have been work loaded with many jobs?
TABLE NO: 21

1 NEVER 13 26%
2 SELDOM 2 4%
3 SOMETIMES 27 54%
4 OFTEN 6 12%
5 ALWAYS 2 4%
TOTAL 50
INTERPRETATION:
In the table, 54% Female employees sometime feel that they have been work loaded with many jobs, 26% Female
employees never feel, 12% Female employees often feel, and 4% Female employees seldom feel and 2% Female
employees always feel that they have been work loaded with many jobs.
Page | 512
CHART NO: 21
YOU FEEL THAT YOU HAVE BEEN WORK LOADED WITH MANY
JOBS
NEVER
SELDOM
SOMETIMES
OFTEN
ALWAYS
16. Do you feel that you are absolutely useless when your boss scolds you for minor mistake?
TABLE NO: 22

1 NEVER 38 76%
2 SELDOM 4 8%
3 SOMETIMES 6 12%
4 OFTEN 2 4%
5 ALWAYS 0 0%
TOTAL 50
INTERPRETATION:
In the table, 76% Female employees never feel that they are absolutely useless when their boss scolds them for minor
mistake, 12% Female employees sometime feel, 8% Female employees seldom feel, and 4% Female employees often feel
that they are absolutely useless when their boss scolds them for minor mistake.
CHART NO: 22
Page | 513
17. Do you find any difficult to take decision on your jobs?

TABLE NO: 23

1 NEVER 24 48%
2 SELDOM 6 12%
3 SOMETIMES 19 38%
4 OFTEN 0 0%
5 ALWAYS 1 2%
TOTAL 50
INTERPRETATION:
In the table, 48% Female employees never find any difficult to take decision on their jobs, 38% Female employees
sometime find, 12% Female employees seldom find, and 2% Female employees always find any difficult to take decision
on their jobs
CHART NO: 23
YOU FIND DIFFICULT TO TAKE DECISION ON YOUR JOBS
NEVER
SELDOM
SOMETIMES
OFTEN
ALWAYS
18. Do you explain things and apologize for any problem occurred by you in the organization?
TABLE NO: 24

1 NEVER 13 26%
2 SELDOM 2 4%
3 SOMETIMES 24 48%
4 OFTEN 0 0%
5 ALWAYS 11 22%
TOTAL 50
INTERPRETATION:
In the table, 48% Female employees sometime explain things and apologize for any problem occurred by them in the
organization, 26% Female employees never explain, 22% Female employees always explain, and 4% Female employees
seldom explain things and apologize for any problem occurred by them in the organization.
Page | 514
CHART NO: 24
19. Do you expect any reward from your organization or management when you do something extraordinary?
TABLE NO: 25

1 NEVER 26 52%
2 SELDOM 2 4%
3 SOMETIMES 15 30%
4 OFTEN 2 4%
5 ALWAYS 5 10%
TOTAL 50
INTERPRETATION:
In the table, 52% Female employees never expect any reward from their organization when they do something
extraordinary, 30% Female employees sometime expect, 10% Female employees always expect, 4% Female employees
seldom expect and 4% Female employees often expect any reward from their organization when they do something
extraordinary
CHART NO: 25
YOU EXPECT ANY REWARD FROM YOUR ORGANISATION

WHEN YOU DO SOMETHING EXTRAORDINARY
NEVER
SELDOM
SOMETIMES
OFTEN
ALWAYS
Page | 515
20. Do you get 7-8 hrs sleep?

TABLE NO: 26

1 NEVER 4 8%
2 SELDOM 1 2%
3 SOMETIMES 20 40%
4 OFTEN 8 16%
5 ALWAYS 17 34%
TOTAL 50
INTERPRETATION:
In the table, 40% Female employees sometime get 7-8 hrs sleep, 34% Female employees always get, 16% Female
employees often get, 8% Female employees never get and 2% Female employees seldom get 7-8 hrs sleep.
CHART NO: 26
21. Do you suffer from headache while doing the job?

TABLE NO: 27

1 NEVER 21 42%
2 SELDOM 9 18%
3 SOMETIMES 16 32%
4 OFTEN 1 2%
5 ALWAYS 3 6%
TOTAL 50
INTERPRETATION:
In the table, 42% Female employees never suffer from headache while doing the job, 32% Female employees sometime
suffer, 18% Female employees seldom suffer, and 6% Female employees always suffer and 2% Female employees often
suffer from headache while doing the job.
Page | 516
CHART NO: 27
YOU SUFFER FROM HEADACHE WHILE DOING THE JOB
NEVER
SELDOM
SOMETIMES
OFTEN
ALWAYS
22. Do you forget things easily because of your nature of jobs?

TABLE NO: 28

1 NEVER 17 34%
2 SELDOM 6 12%
3 SOMETIMES 19 38%
4 OFTEN 6 12%
5 ALWAYS 2 4%
TOTAL 50
INTERPRETATION:
In the table, 38% Female employees sometime forget things easily because of their nature of jobs, 34% Female
employees never forget, 12% Female employees seldom forget and 12% Female employees often forget, and 4% Female
employees always forget things easily because of their nature of jobs.
CHART NO: 28
YOU FORGET THINGS EASILY BECAUSE OF YOUR NATURE OF

JOBS
NEVER
SELDOM
SOMETIMES
OFTEN
ALWAYS
Page | 517
23. Do you gain or lose weight because of stress related to your jobs?
TABLE NO: 29

1 lose 4 8%
2 gain 3 6%
3 nil 43 86%
TOTAL 50
INTERPRETATION:
In the table, 86% Female employees dont lose or gain weight because of stress related to their jobs, 8% Female
employees lose weight, 6% Female employees gain weight because of stress related to their jobs.
CHART NO: 29
24. Do you have smoking habit?

TABLE NO: 30

1 yes 2 4%
2 no 48 96%
TOTAL 50
INTERPRETATION:
In the table, 96% Female employees dont have smoking habit and 4% Female employees have smoking habit but they
dont smoke because of stress related to their jobs.
CHART NO: 30
Page | 518
25. Are you an alcoholic?

TABLE NO: 31

1 yes 0 0%
2 no 50 100%
TOTAL 50
INTERPRETATION:
In the table, 100% Female employees dont take alcoholic.
CHART NO: 31
26. Do you have freedom to speak openly about your feeling when you are angry or worried?
TABLE NO: 32

1 NEVER 5 10%
2 SELDOM 1 2%
3 SOMETIMES 26 52%
4 OFTEN 3 6%
5 ALWAYS 15 30%
TOTAL 50
INTERPRETATION:
In the table, 52% Female employees sometime have freedom to speak openly about their feeling when they are angry or
worried, 30% Female employees always have, 10% Female employees never have, 6% Female employees often have, and
2% Female employees seldom have freedom to speak openly about their feeling when they are angry or worried.
Page | 519
CHART NO: 32
YOU HAVE FREEDOM TO SPEAK OPENLY ABOUT YOUR

FEELING WHEN YOU ARE ANGRY OR WORRIED
NEVER
SELDOM
SOMETIMES
OFTEN
ALWAYS
27. Do you have any hobby while you are stressed?

TABLE NO: 33

1 yes 25 50%
2 no 25 50%
TOTAL 50%
INTERPRETATION:
In the table, 50% Female employees dont have hobbies while they are stressed and 50% Female employees have hobbies
while they are stressed.
CHART NO: 33
Page | 520
28. What is your first idea about stress?

TABLE NO: 34

1 INTERNAL PRESSURE AND ANXIETY 31 62%
2 HEADACHE 9 18%
3 PRESSURE FROM WORK 13 26%
4 WORRY DUE TO UNCERTAINTY 2 4%
5 INCREASES HEART BEAT/ BLOOD 7 14%
PRESSURE
6 OTHER 5 10%
INTERPRETATION:
In the survey of 50 Female employees 62% of the Female employees perceive stress as internal pressure and anxiety. 26%
of the Female employees perceive it as pressure at work. 18% of the Female employees perceive it as headache. 14% of
the Female employees perceive it as increases heart beat and blood pressure and 4% of the Female employees perceive it
as worry due to uncertainty.
CHART NO: 34
29. In what way the stress can be reduced?

TABLE NO: 35

1 PHYSICAL EXERCISE & YOGA 16 32%
2 MEDITATION & PRAYER 30 60%
3 SPENDING TIME WITH YOUR FAMILY 18 36%
4 IMPROVING WORKING CONDITIONS 7 14%
5 FINANCIAL MOTIVATIONS 7 14%
6 TRAINING & DEVEOLPMENT PROGRAMS FOR 5 10%
NEW TECHNOLOGY
7 RELAXATION 32 64%
8 SAFETY PRECAUTIONS 7 14%
9 OTHER 3 6%
Page | 521
INTERPRETATION:
In the survey of 50 Female employees 64% of the Female employees perceive to reduce stress by relaxation. 60% of the
Female employees perceive to reduce stress by meditation & prayer. 36% of the Female employees perceive to reduce
stress by spending time with your family. 32% of the Female employees perceive to reduce stress by physical exercise &
yoga and 14% of the Female employees perceive to reduce stress by improving working conditions, financial motivations,
and safety precautions. 10% of the Female employees perceive to reduce stress by training & development programs for
new technology.
CHART NO: 35
STATISTICAL TOOLS:
CORRELATION ANALYSIS:
1. CORRELATIONS BETWEEN HEADACHE AND WORKLOAD OF THE FEMALE EMPLOYEES
TABLE NO: 36
X Y XY X2 Y2
13 21 273 169 441
2 9 18 4 81
27 16 432 729 256
6 1 6 36 1
2 3 6 4 9
50 50 735 942 788
FORMULA:
NXY-(X) (Y)
NX2 (X) 2 NY2 (Y) 2
CALCULATION:
= 5*735 50*50/ 47.011*37.947
= 1175/1783.926
= 0.65866
INFERENCE:
The correlation coefficient obtained is 0.65866 which is positive and hence there is a correlation between the
HEADACHE and WORKLOAD to the Female employees about stress
Page | 522
2. CORRELATIONS BETWEEN TENSION AND WORKLOAD ABOUT STRESS:

TABLE NO: 37
X Y XY X2 Y2
13 15 195 169 225
2 4 8 4 16
27 22 594 729 484
6 3 18 36 9
2 6 12 4 36
50 50 827 942 770
FORMULA:
NXY-(X) (Y)
NX2 (X) 2 NY2 (Y) 2
CALCULATION:
= 5*827 50*50/ 47.011*36.742
= 1635/1727.278
= 0.94658
INFERENCE:
The correlation coefficient obtained is 0.94658 which is positive and hence there is a correlation between the TENSION
and WORKLOAD to the Female employees about stress.
WEIGHTED AVERAGE METHOD:
1. WORK LOAD
TABLE NO: 38
Source table: Table No. 14, 15,16,17,18,19,20,21
Page | 523
INTERPRETATION:
The Respondents Ranked the first best is they have enough time to do their jobs which ranked as second best is they
have enough information that they need for their work, which ranked as third best is they do their job under tension
followed by they are work loaded in the work at fourth. Followed by they get upset thinking that they are not able to
prosper at fifth. Followed by they hesitate to start something new because that they will be successful and get scolding
from boss at sixth. Followed by they feel that they are being neglected when they are in the team at seventh. Followed by
they find difficulty to concentrate on your work at eighth.
CALCULATION:
1. 0*1+2*2+16*3+14*4+18*5=198/50=3.96
2. 19*1+1*2+22*3+3*4+5*5=124/50=2.48
3. 32*1+3*2+15*3+0*4+0*5=83/50=1.66
4. 15*1+4*2+22*3+3*4+6*5=131/50=2.62
5. 25*1+4*2+17*3+4*4+0*5=54/50=1.08
6. 24*1+2*2+21*3+2*4+1*5=104/50=2.08
7. 4*1+3*2+15*3+7*4+21*5=188/50=3.76
8. 13*1+2*2+27*3+6*4+2*5=132/50=2.64
2. PHYSICAL CARE
TABLE NO: 39
Source table: Table No. 26,27,28,32

INTERPRETATION:
The respondents Ranked the first best is they get 7-8 hrs sleep, which ranked as second best is they have freedom to
speak openly about their feeling when you are angry or worried, which ranked as third best is they forget things because
of their nature of jobs followed by they suffer from headache while doing the job at fourth.
CALCULATION:
1. 4*1+1*2+20*3+8*4+17*5=183/50=3.66
2. 21*1+9*2+16*3+1*4+3*5=106/50=2.12
3. 17*1+6*2+19*3+6*4+2*5=120/50=2.4
4. 5*1+1*2+26*3+3*4+15*5=172/50=3.44
Page | 524
CHI SQUARE METHOD:

1. *NULL HYHPOTHESIS: Let us take the hypothesis that employee proud to be a part of the organization they
dont want any changes in the perspective of the organization.
O observed frequencies
E expected frequencies
TABLE NO: 40
Particulars Some change in perspective Dont want change in perspective

Proud 25 16 41
Not proud 3 6 9
28 22 50
SOURCE TABLE NO: 7 AND 9

EXPECTED VALUE (E) = (ROW TOTAL * COLUMN TOTAL)/OVERALL TOTAL
O E O-E (O-E)2 (O-E)2/E
25 22.96 2.04 4.162 0.18
3 5.04 -2.04 4.162 0.83
16 18.04 -2.04 4.162 0.23
6 3.96 2.04 4.162 1.05
50 50 X2 = 2.29
= 2.29
Degree of freedom:
V= (R-1) (C-1) = (2-1) (2-1) = 1
INTREPRETATION: For, the calculated value of X2 is (2.29) lesser than the table value (3.384). The Ho is accepted.
Hence, Female employees proud to be a part of the organization they dont want any changes in perspective of the
organization.
7. FINDINGS
1. Majority of the Female employees are proud to tell people where they work.
2. Most of the Female employees can always feel that they are important to the organization.
3. Most of the Female employees feel that the company should change in some perspective.
4. Most of the Female employees always get help or support from their colleagues.
5. Most of the Female employees always get help or support from their management.
6. Most of the Female employees sometimes get any encouragement/ acknowledgement from their management.
7. Most of the Female employees sometimes get time to discuss with their colleagues about work related problems.
8. Most of the Female employees always have enough time to do what is expected from them on their job.
9. Most of the Female employees sometimes get upset thinking that they are not able to prosper.
10. Most of the Female employees never feel that they are being neglected when they are in a team.
11. Most of the Female employees sometimes do their work under tension.
12. Most of the Female employees never find any difficulty to concentrate on their work.
Page | 525
13. Most of the Female employees never hesitate to start something new because they feel that they will not be successful
and get scolding from boss.
14. Most of the Female employees always have enough information that you need for their work.
15. Most Female employees sometimes feel that they have been work loaded with many jobs.
16. Majority Female employees never feel that they are absolutely useless when their boss scolds them for minor mistake.
17. Most of the Female employees never find any difficult to take decision on their jobs.
18. Most of the Female employees sometime explain things and apologize for any problem occurred by them in the
organization.
19. Most of the Female employees never expect any reward from their organization when they do something
extraordinary.
20. Most of the Female employees sometime get 7-8 hrs sleep.
21. Most of the Female employees never suffer from headache while doing the job.
22. Most of the Female employees sometime forget things easily because of their nature of jobs.
23. Majority Female employees dont lose or gain weight because of stress related to their jobs.
24. Majority of the Female employees dont have smoking habit.
25. Majority of the Female employees dont take alcoholic.
26. Most of the Female employees sometime have freedom to speak openly about their feeling when they are angry or
worried.
27. Most of the Female employees have some hobbies while they are stressed.
28. Most of the Female employees perceive stress as internal pressure and anxiety.
29. Most of the Female employees perceive to reduce stress by relaxation.
8. SUGGESTIONS & RECOMMENDATIONS

Workload should be distributed during staff absences.
Develop personal work plans to ensure staff know what their job involves.
Staffs must be trained so that they are able to do their jobs.
Personal development/training plans which require individuals to identify development/training opportunities must be
implemented which can then be discussed with management.
Staffs must be encouraged to talk to the management at an early stage if they feel as though they cannot cope.
Encourage/acknowledge your Female employees for work they have done by rewarding them.
Encourage good communication and provide appropriate training to aid skill development.
When the Female employees deal with the customer they are getting more tension so the management may take some
action by give more training to them so the Female employees stress can be reduced.
Some Female employees are not able to concentrate on their work so the management may give Female employees
council so that the Female employees can speak out freely.
Some Female employees do not have enough information to do their work so the management can give more
information to their jobs.
Some of the Female employees are work loaded with many jobs so the work can be distributed.
Page | 526
Some Female employees are difficult to take decision making on their jobs so the management may join the Female
employees while making decision.
Some Female employees dont get 7-8 hrs sleep so the management may take some action on that.
Majority of the Female employees suggest relaxation to reduce the stress so the management may give some
relaxation section like yoga, meditation, etc.
9. CONCLUSION
We cannot deny that workplace stress is one the fastest growing problem among the employees, especially female
employees (Cooper, Liukkonen, Cartwright, 1996).
The research has been carried over to identify the major stressors. The employees attitude towards stressors such as
Work load, Tension, Headache, and Internal pressure among the Female employees has been found. When they are
dealing with the customer Female employees losing their patients so it will lead to stress.
The two major stressors affecting the Female employees are the work load, Tension, Headache and Internal
pressure existing among the Female employees. Suggestions have been given to reduce and manage stress and to
increase the performance level of the Female employees.
Female employees mostly reduce stress by relaxation, meditation and prayer and spending time with their family.
REFERENCES
[1] Aeurbach, S. (2017). Stress Management: Psychological Foundations (1st Ed.). Prentice Hall.
[2] Beehr, T., & Newman, J. (1978). Job Stress, Employee Health, and Organizational Effectiveness: A Facet Analysis,
Model, and Literature Review. Personnel Psychology, 31(4), 665-699. http://dx.doi.org/10.1111/j.1744-
6570.1978.tb02118.x
[3] Cartwright, S., & Cooper, C. (1996). Public policy and occupational health psychology in Europe. Journal of
Occupational Health Psychology, 1(4), 349-361. http://dx.doi.org/10.1037/1076-8998.1.4.349
[4] Google. (2017). Google.co.in. Retrieved 19 May 2017, from http://www.google.co.in/#hl=en&source=hp&q=
industry+profile+of+telecommunication&aq=4&aqi=g10&aql=&oq=industry+profile+&gs_rfai=&fp=734a67174f6
b8dcc
[5] Gupta S. P. (2014). Statistical Methods (1st Ed.). New Delhi: Sultan Chand and Sons.
[6] Harden, R. (1999). Stress, pressure and burnout in teachers: is the swan exhausted? Medical Teacher, 21(3), 245-
247. http://dx.doi.org/10.1080/01421599979482
[7] Kothari, C., & Garg, G. (2013). Research methodology (1st Ed.). New Delhi [u.a.]: New Age International Publ.
[8] Olivier, M. A. J. and Venter, D. J. L. (2003), The Extent and Causes of Stress in Teachers in the George Region,
South African Journal of Education, 23(3)
[9] Robbins, S. (1993). Organizational behavior (1st Ed.). Englewood Cliffs N.J.: Prentice Hall International.
[10] Stress Management Tips.com. (2017). Stressmanagementtips.com. Retrieved 19 May 2017, from http://www.
stressmanagementtips.com
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A Study On Stress Management-4690

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A Study On Stress Management-4690

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International Journal of Management and Commerce Innovations ISSN 2348-7585 (Online)

A Study on Stress Management among Female

2. OBJECTIVES OF THE STUDY

o To identify the emotional exhaustion of the Female employees while at work.

Company Million Subs (Nov 2003) % share

AIRCEL 40.3 58.8

Reliance 6.1 8.9

Bharti 5.7 8.3

MTNL 4.9 7.2

Hutchison 2.9 4.2

Idea Cellular 2.1 3.0

BPL 1.4 2.1

Tata Teleservices 1.3 1.9

Spice 1.0 1.4

Escotel 0.8 1.1

Fascel 0.8 1.1

Aircel 0.9 1.4

Hexacom 0.2 0.3

Shyam Telelink 0.1 0.2

MAJOR MARKET TRENDS:

To provide Virtual Private Network (VPN) service to the broadband customers

To provide dial VPN service to MPLS VPN customers.

What advantage does MPLS have over other Technologies?

1984 First Electronic Analogue Exchange commissioned at Haddows Road

Aug 2005 Launch of AIRCEL's Wi-Fi Broadband Services at LUCKNOW Airport

Weighted average method:

Chi square method:

Limitations of the Study:

6. DATA ANALYSIS AND INTERPRETATION

S.NO OPTIONS RESPONSES PERCENTAGE

S.NO OPTIONS NO. OF RESPONSES PERCENTAGE

3 ABOVE 40 YRS 46 92%

S.NO OPTIONS NO. OF RESPONSES PERCENTAGE

S.NO OPTIONS NO. OF RESPONSES PERCENTAGE

S.NO OPTIONS NO. OF RESPONSES PERCENTAGE

6. DISTANCE BETWEEN YOUR WORK PLACE AND RESISTANCE:

S.NO OPTIONS NO. OF RESPONSES PERCENTAGE

2. Do you feel that you are important to the organization?

S.NO OPTIONS NO. OF RESPONSES PERCENTAGE

DO YOU FEEL THAT YOU ARE IMPORTANT TO THE

3. Do you feel that the company should change in some perspective?

S.NO OPTIONS NO OF RESPONSES PERCENTAGE

S.NO OPTIONS NO.OF RESPONSES PERCENTAGE

HELP OR SUPPORT FROM COLLEAGUES

S.NO OPTIONS NO OF RESPONSES PERCENTAGE

HELP OR SUPPORT FORM YOUR MANAGEMENT

S.NO OPTIONS NO. OF RESPONSES PERCENTAGE

ENCOURAGEMENT/ ACKNOWLEDGEMENT FROM YOUR

S.NO OPTIONS NO. OF RESPONSES PERCENTAGE

TIME TO DISCUSS WITH YOUR COLLEAGUES ABOUT WORK

S.NO OPTIONS NO. OF RESPONSES PERCENTAGE

S.NO OPTIONS NO. OF RESPONSES PERCENTAGE

YOU GET UPSET THINKING THAT YOU ARE NOT ABLE TO

S.NO OPTIONS NO. OF RESPONSES PERCENTAGE

11. Will you do your work under Tension?

S.NO OPTIONS NO. OF RESPONSES PERCENTAGE

YOU DO YOUR WORK UNDER TENSION

12. Do you find any difficulty to concentrate on your work?

S.NO OPTIONS NO. OF RESPONSES PERCENTAGE

S.NO OPTIONS NO. OF RESPONSES PERCENTAGE

YOU HESITATE TO START SOMETHING NEW BECAUSE YOU FEEL THAT

S.NO OPTIONS NO. OF RESPONSES PERCENTAGE

YOU HAVE ENOUGH INFORMATION THAT YOU NEED FOR YOUR